Coaching for the public sector

Highly Performing Team – how do we achieve this?

How do I build team trust and commitment?

How do I strengthen my team’s internal dynamics?

How do we achieve effective team meetings?

Who are our primary stakeholders and how should we deal with them?

How do we sharpen up our team goals?

How do we sharpen up our team goals?

Coaching for the public sector – what is systemic team coaching?

An approach to team coaching has been developed by Peter Hawkins.  On one hand it combines the internal aspects of team life – goal formation, objective setting and team dynamics – with aspects such as engagement and communication with clients or stakeholders outside the team. At the centre of this approach is how the team develops the learning of its own members and creates its own learning environment. This approach is ‘systemic’ because it treats the team as part of a wider set of inter-connecting processes (or systems). It is particularly relevant to public sector organisations because of the complex patterns of demands and expectations to which they have to respond. Team coaching is different from team leadership coaching, team facilitation and team process consultancy. Tom Leach Coaching combines elements from these and other approaches in our work with public sector teams.

 

Different ways of working work with you:

Team coaching projects usually involve a number of different kinds of activity. Here are some examples:

  • Team research and team diagnostic surveys to explore the views of different team members.
  • Observation and feedback to add extra information  about team dynamics and relationships with colleagues or organisations elsewhere.
  • Evaluation reporting on feedback from surveys with team members or outside stakeholders
  • Team leadership coaching to support particular team members in leadership roles.
  • Whole team coaching, working with the whole team together at the same time.
  • Sub-team coaching, working with part of the larger team usually to feed into a whole team event.
  • Performance management coaching to support particular supervisory management relationships.

How I work with you through the process of systemic team coaching:

Each team coaching project is unique. However there are frequently several stages in the process as follows:

  • Initial contract clarification with an organisational sponsor to create a project framework and a springboard for action.
  • Data collection through desk research, interviews and meetings with people identified in the contract discussions.
  • Reporting of data and further refinement of team coaching contract, including discussion with team members and pinpointing desired outcomes and improved ways of working
  • Team process events involving whole team or sub-teams, usually with action planning
  • Reviewing and reflecting on outcomes with team members, leaders and external stakeholders.

The process
of
Systemic
Team Coaching

Goals & Strategy

Systemic Team Coaching helps to clarify goals, roles and values underpinning them. It helps the team determine its mission in the broadest sense and to clarify its basis for objectives, behaviours and standards.

Co-creating team dynamics

Systemic Team Coaching helps team members to work out how best to work together in formal meetings and informal ways.

Stakeholders

Systemic Team Coaching helps the team to map the organisations and individuals which have the most impact on its performance. It helps them explore their methods of communication with significant elements in its network and carry out focused action planning.

Team commissioning

Systemic Team Coaching helps the team understand the primary relationships in its stakeholder network and what its commissioners expect in terms of team performance

 

Learning

Systemic Team Coaching helps the team to discover its own beating heart of continuous learning. It constantly encourages team members to take “active responsibility for developing themselves and each other” (David Clutterbuck).